Quiet Quitting is the latest word trending and taking over in workplaces and there has been back and forth over its negative connotation and effects on the overall goals of an organisation.
Quiet Quitting is when an employee restricts their activities to their job descriptions. This means they don’t go extra mile to get things done, neither bringing their creativity to bare to help their organisation.
To the Gen Z, Quiet Quitting Means: Setting Boundaries around your work or simply not taking your job too seriously.
Many employees quiet quit for various reasons:
- Job burn out
- When they get better remuneration from side hustle to the detriment of their present jobs
- Lack of motivation or incentives
- Bad Bosses who kill creativity, Innovation and unavailable for interaction and lots more.
So rather than leaving many choose to ‘quiet Quit’
It is not a secret that people’s way of relating to their work has changed over time but Quiet quitting has it adverse consequences on the Organisation and even the employee.
To the Employee, its better to resign if you are no longer comfortable than ruin your career in the guise of quiet Quitting.
An Employee stand the chance of losing opportunity to learn and acquire practical skills and work experience in one employ and when they do , how do you intend to sell yourself to a new employer?
Similarly, most employers in the same industry network and it will not be long before you are turned down. You can succeed only if you are not getting a reference from your previous employers.
As a manager, you can deal with Quiet quitting in the following ways:
- Have a honest conversation with your staffs, call for a general meeting to iron out issues affecting them.
- Where that fails, you can have a one-on-one meeting with the affected employees. Find out what they have been doing lately, how they feel about their jobs and how you can help to make them more comfortable.
- Show empathy, prove that you are concerned about them before they ruin your business.
- Be honest if some of their demands cannot be met.
- Commend them, celebrate them when they do well.
- Many enlightened companies are designing jobs that give employees control, pride in their work and a fair wage and as such you should not be found wanting
- Where all of these fail, its proper to advise them to leave than cause damage to the reputation of the organisation.